The environment remains charged with backlash and noise against DEI, which undoubtedly impacts those committed to doing the work and constantly progressing toward creating an inclusive workplace. Fear is high as DEI-related positions are restructured or eliminated and laws scrutinizing DEI are modified. The latest news includes a shutdown of the DEI office in the United States. All these occurrences are enough to incite fear into the ability to promote sustainable change. That said, let’s be mindful that these ongoing experiences make good practice for building more robust solutions for what the future workplace calls for. There can indeed be a rainbow for inclusive leaders.
Inclusive leaders, I encourage you to remain committed and work progressively to create an inclusive workplace. The following are suggestions for navigating the ever-transforming diversity, equity, and inclusion space.
Examine Thy Self Before Rushing Off To Help Others
Self-introspection is a valuable tool for fueling continued progress. It can be easy to be distracted or discouraged by all the hoopla around minimizing the priority for diversity, equity, and inclusion across the board. Instead, be proactive and use this time to audit and evaluate opportunities to strengthen inclusive leadership skillsets and optimize the mechanics of navigating our spaces as inclusive leaders.
Stay True to Commitments
We cannot all be perfect, inclusive leaders—that’s a myth. We must accept that we will all bumble and stumble on this quest for ideal inclusion in the workplace. What’s critical is affording ourselves grace in doing our best to effectuate positive change. Now is an excellent time to clean up any performative actions and commitments. Leaders can challenge themselves and teams where alignment is out of sync. One way to do that is by conversing with people exiting the organization to gain insights to apply to plans and actions.
Acknowledge The State of Inclusivity
Acknowledge and buckle up for ongoing challenges. As we approach the presidential election, we can expect increased turbulence in the workplace as leaders determine how to handle curveballs that require responses. Everyday occurrences are seeping into the workplace with an impact that demands responses from leaders. The Hartford Insurance Company has a multi-year strategy leveraging an all-hands-on-deck approach to gain transformative, sustainable results around diversity, equity, and inclusion.
Continue To Focus On Creating Opportunities For Inclusive Connections
Deprioritizing or pausing commitments sends a negative message to your workplace community, even if that’s not the intent. Workplaces can still feel penalty for their sincerity towards inclusivity. Be sure to allow access to decision-making and conversations that lead to the approach to help employees understand inclusion remains a priority, even if inclusion deliverables will now occur in smaller bites. And share expectations for the long run and plans to get back on course.
Flex The Packaging Of Your Inclusive Leadership Solutions
When seeking support for inclusion goals, consider the audience to be interacted with and their appetite for inclusion conversations and support. Therefore, create varied packaging concepts and strategies when serving up inclusion content. Do not lean to the golden rule; instead, use an equity lens to package your communications in a palatable way for the receiver. Be flexible here.